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Core Corporate Functions>Sales>B2B Sales>B2B Sales Potential Assessment (Entry Level) (Non-video) - Philippines

Sales aptitude test for holistic B2B sales competency assessment

Sales aptitude test helps hire the right talent who have the aptitude to thrive in B2B sales roles. Use this sales aptitude test to measure key skills like the ability to manage customer relationships, taking initiatives to smoothen out the sales process, self-management and more.

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Inside This Assessment

Mercer | Mettl’s B2B Sales Aptitude Test is a holistic set of sales competency assessments developed by psychometricians and subject matter experts. It has been designed to objectively analyze candidates’ business development skills and potential to thrive in a sales role. It also examines factors that affect sales performance. 

You would be able to gauge if candidates have the potential to perform better when provided with the right guidance. Furthermore, you will be able to get answers to questions like:

  • Is your sales team able to penetrate key accounts as deeply as possible?
  • What weaknesses are holding your team back from reaching their full potential?
  • Do you have the right people in the right sales roles?
  • What is the current state of your team’s skills, and what will it take to bring their skills and capabilities to a higher level.

This assessment also serves as a structured sales psychometric test and aptitude test for sales executives. Therefore, it is an excellent tool for:

  • Recruitment
  • Developmental needs analysis for optimizing current teams
  • Initiating appropriate sales talent strategies based on validated insights
  • Measuring specific skills like a person’s sales knowledge, customer centricity, personality traits, etc.

Sales Potential Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Self Management

Managing the Sales Process

Managing the Customer Relationship

Competencies:

Self-Control

Demonstrating an ability to hold back one's emotions, control one's impulses, and respond calmly and objectively to others.

Stress Tolerance

Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.

Self-Confidence

Demonstrating an understanding of one's own abilities and having the belief that one possesses the capabilities to succeed.

Competencies:

Result Orientation

Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.

Process Planning and Execution

Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency.

Taking Initiatives

Demonstrating an ability to take initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks without being told.

Information Seeking

Demonstrating an ability to go beyond the questions that are routine or required in the job. Asking the right questions to get the required information to accomplish tasks.

Effective Communication

The ability to convey the expected information in a clear and concise manner such that it makes the impact that it was intended for.

Perseverance

The tendency to remain motivated and persistent to accomplish goals in the face of adversity or obstacles.

Competencies:

Understanding customers' needs

Demonstrating an ability to understand the stated and unstated needs and requirements of customers.

Networking with others

Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.

Influencing Others

Demonstrating an ability to convince others of one's points of view and ideas.

Empathy

Demonstrating an ability to understand the feelings of other people by imagining oneself in their situations.

Customize This Test

Flexible customization options to suit your needs

Set difficulty level of test

Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.

Combine multiple skills into one test

Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.

Add your own questions to the test

Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.

Request a tailor-made test

Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.

The Mercer | Mettl Advantage

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The Mercer | Mettl Edge
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Simple Setup in 4 Steps

Step 1: Add test

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Step 2: Share link

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Step 3: Test View

Candidate take the test

Step 4: Insightful Report

You get their tests report

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Frequently Asked Questions (FAQs)

The assessment has been designed on the ‘semantic differential’ format, which requires candidates to consider their preferences and choose between two " equally desirable" statements. The assessment also delivers ‘instructional warnings,’ where candidates are informed that distorted or fake responses will invalidate the assessment. The assessment tool can also identify specific response patterns that may indicate fake responses.

Yes. We can provide customized assessment solutions that consider the organization’s requirements and competency framework to determine the appropriate behaviors that indicate success in the organization's context. Please write to Mercer | Mettl with the request for assistance.

The normal probability distribution of scores of a particular norm group determines the proficiency levels required.

We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.

It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.

The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.

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